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Employees Satisfection: A Summer Training Internship Project Report
Employees Satisfection: A Summer Training Internship Project Report
Class: MBA 3c
1
DECLARATION
I declare that this project titled Employees Satisfaction has been worked on, drafted and
finalized by me -Mukesh Kumar, [17MBA1317] student of MBA 2nd semester of the batch
2017-2019. This project is an original piece of work and not copied or plagiarized from any
other source of literature, review article or published reference in this regard. This is purely my
Summer Internship Report being submitted in partial fulfillment of the degree of Master in
Business Administration from University School of Business, Chandigarh University and has not
been submitted for the reward of any certificate, diploma, degree, fellowship with any college /
university nor educational institute before this.
In case any part of this work is reported as copied from any another source, I shall be solely
responsible for the same and will be answerable for any action taken in this regard.
Mukesh Kumar
17MBA1317
01/08/2018
2
ACKNOWLEDGEMENT
They have provided me with the valuable guidance, sustained efforts and friendly approach. It
would have been difficult to achieve the results in such a short span of time without their help.
Dr .Sukhwinder Singh who devoted her precious time to interact, guide and gave me the right
approach to accomplish the task and also helped me to enhance my knowledge and
understanding of the project.
Mukesh Kumar
17MBA1317
MBA – 3C
3
CERTIFICATE
I have the pleasure in certifying that Mr. Mukesh Kumar UID – 17MBA1317 is a Bonafide
student of 3rd semester of the Master’s Degree in Business Administration, Batch 2017-2019, of
Chandigarh University, Ghrauan, Mohali, Punjab. He has completed his project work entitled
Study on “ Employees Satisfaction.” under my guidance.
I certify that this is original work and has not been copied from any other source. The project has
also not been submitted in any other institute or university for the purpose of award of any
degree.
This project fulfills the requirement of the curriculum prescribed by the by this university for the
said course. I recommend this project report for evaluation and consideration for the award of
Degree of student.
Mona Prashar
Associate professor
4
INDEX
Declaration
Acknowledgement
Certificate
Certificate
Contents
BIBLIOGRAPHY 48
ANNEXURES
5
CHAPTER I
OVERVIEW OF THE COMPANY
6
\COMPANY INTRODUCTION
Every Journey begins with a dream, some dreams are small, uther monumental, others still, truly
awe inspiring. it is with a great sense of satisfaction, and a corresponding sense of yearning that i
write to all the patrons and stake holders of the Oster group of company.
Oster began humbly in 1970 from Ludhiana under the leadership of S. Jagmohan Singh who set
high targets for himself and those around him. The vision to provide all our customers with
unmatched quality and affordability led to the massive growth of the company from a small scale
unit to 5 state-of-the art manufacturing facilities in just fourdecades. The name Oster Group of
Companies is today synonymous with unmatched comfort, design affordabililty and quality in
its entire product range.
The growth pattern has seen us steadily improve our manufacturing systems and processes -
improving technical inputs, maximizing worker efficiency, integrating different elements of the
value chains and reducing operating costs. As we enter the second decade of the 21st century, the
quantitative and qualitative changes in our operations are self - evident. Oster is proud to list
cutting edge spinning, weaving, Knitting, printing, dyeing, embroidery, stitching and linking
facilities among our multifarious in-house expertise.
At Oster, we believe in Team work, and as Managing Director, I have been fortunate and
honored worked with an exceptionally talented, professional, highly trained, innovative and
hardworking team that is determined to keep moving on the path towards providing our
stakeholders with greater value and a better product than any of our competitors in the market.
Training, motivating and developing human resources has been at the forefront of Oster's
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evolution. It is because of this investment that we have grown from strength to strength and been
able to win the implicit trust of all our customers; because for us every piece and every customer
is supremely important.
In just 40 years, we have a strong market presence and influence in all 28 state of India and 25
countries in 4 different continents globally. As we continue on this trailblazing journey, every
member of the Oster Team reaffirms the vision that serves as the company's foundation- top of
the line quality and affordability produce in full compliance manufacturing facilities backed by
professional and efficient customer service, because Oster in 'the way of smart living'.
8
Chapter 2
ABOUT JAWANDSONS
9
About Us
A SUCCSSFUL LAUNCH Launched in 1973, as a small scale knitwear
manufacturing company, the Oster Group of companies established Oster in the market. As a
result of hard work, sincerity and a positive outlook Oster soon became a prestigious brand.
Growing in popularity each year, the group entered International Market by 1986 and established
Oster in CIS Countries. Oster proved a successful brand once again. GROWING BIG In 2001,
the Oster Group decided to diversify to export the home furnishing to famous chain stores in
USA, Europe, Canada, Middle East and CIS countries. In a few years the Oster Group had scaled
great heights. But fashion is an ever-growing, ever-changing trend. To keep up with new trends
in the market, the Oster Group launched Titlis in 2002 for domestic market. Titlis – the latest in
home furnishing met with great success & applause. WHAT IS OUR BUSINESS ?
Manufacturing, Export, Import and Distribution of our own brands in the domestic market.
WHAT DO WE PRODUCE ? Sweaters for men and women. Domestic home furnishing includes
Bedcovers, Blankets, Dubet Covers and Quilts. Export home furnishing consists of Throws,
Bedcovers, Blankets, Cushions, Dubet Cover , Fabric Material and Men’ Trousers and shirts.
WHAT IS OUR INFRASTRUCTURE ? To produce a successful brand, we have remarkably
advanced machines of globally famous companies like Universal, Stoll and Aries. Besides the
world’s most advanced machines, we have in-house production facility of Flat Bed Knitting
Machines, Computerized Flat Bed and Circular Knitting Machines,Quilting,Manual and
Automatic Printing, Embroidery, Raising, Shearing Stunter, Azer, Linking and Industrial Dry
Cleaning Machine beside so many others. These production facilities are available in five
factories. OUR LOYAL MARKET & CUSTOMERS We are pleased to inform you that among
our high profile customers one IKEA of Sweden, Target Corporation and Spring of U.S.A.,
Mother Care and Tesco of United Kingdom, Carrefour of France, Metro of Europe, CIS
Countries, Russia, Ukraine, Khyrghistan, Turkmenistan, UAE and of course our very own Indian
Market. SOCIAL AND ENVIRONMENTAL COMMITMENTS We are concerned about the
welfare of our employees without whose help we could never be where we are at present. Our
success depends on their hard work and loyalty. In turn we care for their health, safety, their
social needs and financial requirements. We fully comply with all legal, social and
environmental parameters. We have E.T.P. plants, Husk base boilers, Fire Hydrants system,
Automatic smoke detectors and other facilities and safety measures for the workers. THE BEST
AWARD GOES TO Good work is appreciated by one and all. Awards gave us encouragement to
do better. We saw that others too had noticed our sincerity. In 1998-99 we received the
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Highest Export Performance Award from Wool and Woolen Export Promotion Council, Ministry
of Textiles, Government of India. In 2004, we got the IKEA – Best Vendor. We became the
certified vendor of IKEA, Target, Carrefour, spring, Mother Care, Tesco, Metro.
Vision &Mission
Vision
The Quality Products moving on the theme of Faison, comfort, arrofdability and making identity in
global market.
Mission
We commit to make our all positive and creative thoughts possible and dreams true.
Curtains
Throws
Kurtis
Cushion
Bedcover
Dubet Cover
Major Buyers
Mother Care
11
IKEA
Metro of Europe
CHAPTER -3
PROJECT WEEKLY SCHEDULE
12
PROJECT WEEKLY SCHEDULE
a. First Week: Familiarization of company premises and the various departments like
personnel department, HR Department, production department warehouse unit & security. A
brief description of the work of each department was given to understand the process of the
company .While I was in the production unit I used to talk with the labor and the employees
about how they were performing their jobs and who is there supervisor and then I familiarize
with the production managers and assistant managers. And they provide the information about
the but type of work are to be done .
b. Second Week: In the second week I was aligned with human resource development
manager and was asked to recreate employee manpower details with latest updates. In which I
had to gather information regarding the labors :- Current address 2 fathers name 3 there
permanent address. Also I was assigned with the work of taking the attendance of all the labor
every day (Six weeks).in the second weak I have managed the document of the HR department
and take the help of the seniors to pay the salary of the employees. I have solve the quarries of
the employees regarding the deduction os the salary.
c. Third Week:In the third week I had designed the questionnaire and start Conducting
Survey regarding my project topic Apart from that I was asked to match cross check the previous
months attendance of the labors with their id cards and the different attendance register provided
and maintained by the contractor. I found out there were some of the mismatches in the records
which I personally pointed out to my teacher Mr. Sukhwinder Singh (HR Manager) so that he
could took some actions on that case. Then I was assigned with the responsibility of checking out
all of the companies fire extinguishers so that all of the expired cylinder could be refilled the
types of the cylinder were ABC AB CO2 Weight : 5kg 4.5kg 10 kg the report of which was
submitted to MR. Rajesh
d. .Fourth Week: In the fourth week, I collected the data from the different employees with
the help of the questioner. Apart from that I was assigned with the responsibility of finding out
the total number of useful and damaged dresses of all the employees from production units to
engineering unit to warehouse unit so that a new order for the dresses could be given.
e. Fifth week: In the fifth week I continued working on my project along with the work
assigned by the HR manager which was to check on all the pest traps in the organization so that
the damaged could be fixed.
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f. Sixth week: In the sixth week I have completed my research work.
CHAPTER – 4
INTRODUCTION OF PROJECT
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Introduction
Employees' satisfaction is the individual employee general attitude towards the job. It is also an
employee cognitive and affective evaluation of his or her job. According to New Cranny, Smith
and Stone (1992), Employee satisfaction is defined as the combination of affective reactions to
the differential perceptions of what he/she wants to receive compared with what he/she actually
receives.
According to Moyes, Shao & Newsome (2008), the employee satisfaction may be described as
how pleased an employee is with his or her position of employment.
According to Spector (1997) defined employee satisfaction, as all the feelings that a given
individual has about his/her job and its various aspects.
Employee satisfaction is a comprehensive term that comprises job satisfaction of employees and
their satisfaction overall with company’s policies, company environment etc. Keeping morale
high among workers can be of tremendous benefit to any company, as happy workers will be
more likely to produce more, take fewer days off and stay loyal to the company. Therefore, the
organization should try to supply the employee expectations in order to approach the employee
satisfaction. In addition, emotional state of the employees may also affect their satisfaction. This
forces the managers to create and sustain the desired working environment in the organizations.
There are various factors that contribute to employee satisfaction, it includes treating employees
with respect, time to time performance appraisals, providing regular employee recognition,
empowering employees, relationship with immediate supervisor, providing employee perks,
company activities, positive management within a success framework of goals, feeling safe in
the work environment, opportunities to use skills and abilities, compensation and benefit,
promotions, training, work tasks factors, relationship with co-workers, relationship with
supervisors. Some more factors include as follows: interesting work, appreciation of work, job
security, job-specific training, good wages,
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and organizational climate better (Rue & Byars, 1989). There are many different practices that an
organization can perform to create a better and more effective work environment; these practices
can directly affect employee satisfaction. Some ideas that managers are the most concerned
about, are: attracting the most qualified workers and utilizing the human capital within the
organization (Hoerr, 1989). The following points will show the importance of employee
satisfaction.
1) Increase Employees Performance Employee Satisfaction has a great impact upon the
performance of an employee. (Judge, Thoresan, Bono., & Patton, 2001) conducted an extensive
met analysis about the relationship between these two critical organizational factors and
concluded true correlation between employee satisfaction and employee performance.
Performance of the job by an employee also requires that his expectations and aspirations in
terms of rewards, consideration and fulfilment of his needs etc. can be met. If these are fulfilled,
he/she will be satisfied with the outcome of job performance and greater employee satisfaction
would generally motivate the employees in performing their tasks more efficiently and that
results in increasing company’s productivity.
2) Organizational Commitment According to Kreitner & Kinicki (2006), Organizational
Commitment “Reflects the extent to which an individual identifies with an organization and is
committed to its goals.” A happy and satisfied individual can find it easy to live within the
organization as well as outside it. On the contrary a chronically upset individual make
organization life vexations for others with whom he interacts. There seems to be a strong
correlation between employee satisfaction and organizational commitment. Higher commitment
can in turn facilitate higher productivity.
3) Increase Employees Morale There is a casual relationship between employee satisfaction
and employee morale. Michigan Psychologist Norman R. F. Maier states that “Job satisfaction
was shown to be important by demonstrating that morale index was definitely higher among
employees who were satisfied than among those who were dissatisfied” (Norman, 1925).
4) Low Absenteeism Absence is a phenomenon that can reduce an organization’s effectiveness.
Cascio (2003), defines absenteeism as “Any failure of an employee to report for or to remain at
work as scheduled regardless of the reason.” According to George (2000), there is inversely
correlated relationship between employee satisfaction and absenteeism. In other words, when
satisfaction is high, absenteeism is low and when satisfaction is low, absenteeism is high
(Luthans, 1989). It is important to remember that while higher employee satisfaction will not
necessarily result in low absenteeism but low employee satisfaction is likely to bring about high
absenteeism (Tylczak, 1990). Absenteeism is influenced by dozens of interrelated factors which
make it even more difficult to quantify, qualify or rectify.
5) Low Turnover Turnover refers to the movement of employees out of the organization
(Kadushin & Egan, 2001). According to Michaels and Spector (1982), studies have been
reasonably consistent in showing a correlation between employee satisfaction and turnover.
Employees with low satisfaction are therefore more likely to quit their jobs. A satisfied employee
feels pleasure at his work place. He feels contented with his job and the environment in the
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organization which results in longevity and reduced employee turnover (Frye, 2004). These types
of behaviour’s can be very beneficial to the organization because they save time and money of
the management. Therefore, improving employee satisfaction can increase financial benefits
(Hodson, 1997). Researches state that employee satisfaction can improve the quality of working
life.
6) Positive Mental Attitude Satisfied employees cultivate positive mental attitude which is
beneficial to the society as a whole. A happy human on the job is also happy away from the job.
Dissatisfaction with one’s job may have especially volatile spill over effect on many other things
such as family life, leisure activities etc. Happiness is after all the heart of human life which
spins off to the society in general. The dissatisfied employees take more “Mental health days off
i.e. days off not due to illness or personal reason.” The time thus being a non-renewal resource,
the ultimate sufferer is the organization (Breaugh, 1981).
7) Increase Customer Satisfaction It’s not a new insight that satisfied employees can have a
significant impact on customer satisfaction. Satisfied, motivated and engaged employees
understand the role, they need to play in consistently delivering good customer interactions.
They create and nurture good relationships with customers that build customer satisfaction,
increase customer retention and enhance customer loyalty (Johnson, Ryan, & Schmit, 1994). The
companies that lead their industries in employee satisfaction are generally the ones that have the
highest levels of customer satisfaction too (Huselid, 1995). They understand that keeping
customer’s happy starts with ensuring employees are satisfied, motivated, empowered and
engaged and they know that measuring employee satisfaction is actually one more way to
monitor service quality.
8) Organization Success Employee satisfaction plays a very vital role on the performance of an
organization. It is essential to know as to how employees can be retained through making them
satisfied and motivated to achieve extraordinary results. Target and achievement depend on
employee satisfaction and in turn contribute for organizational success and growth enhances the
productivity and increases the quality of work (Johns, 2002). It is indispensable for an
organization to exactly feel as to what employees feel, think, wish and to discover and make
strategies that how the staff dedication and commitment can be improved. Through this initiative
business outcomes can be improved, productivity can be enhanced, commitment can get
strengthened. Increasing staff satisfaction is very vital and important factor for the success of an
organization.
9) Reduce Union Activities It has been proved that satisfied employees are generally not
interested in unions and they do not perceive them as necessary. Employee dissatisfaction has
proved to be the major cause of unionization. The employees join the union because they feel
that individually they are unable to influence changes which would eliminate the causes of
dissatisfaction. The level of union activities is related to the level of dissatisfaction. Low level of
dissatisfaction results in only grievances while higher levels of dissatisfaction will result in
employee strikes.
10) Other Benefits In addition, there are number of other benefits bring about by high employee
satisfaction. Highly satisfied employees tend to have better physical and mental health, learn the
new job related tasks easily and have less job stress and unrest (Kaliski, 2007). Such employees
will become more co-operative such as helping co-worker’s, helping customers etc. Such
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behaviour will improve unit performance and organizational effectiveness (Kelli, 2012). To
conclude, we can say that employee job satisfaction results from the employee’s perception that
the job content and context actually provide what an employee values in the work situation.
Organizationally speaking, high level of employee satisfaction reflects a highly favourable
organizational climate resulting in attracting and retaining better workers.
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(1999) have found that the talented employee may join an organization for many reason, but how
long that employee stays and how productive
6) Working Conditions and Environment Factor This factor contributes to employees'
satisfaction, as it consists of the variable which the employees use and interact with daily in their
regular work. Employees are highly motivated with good working conditions as they are
provided a feeling of safety, comfort and motivation. On the contrary, poor working condition
brings out a fear of bad health in employees. The more comfortable the working environment is
the more productive will be the employee.
7) Corporate Culture Factor This factor relates to the variables which are strongly related to
the culture of the organization. It directly relates to the satisfaction of employees. It is a natural
desire for human beings to interact with others. Therefore, existence of group in organization is a
common observable fact. This factor deals with the important variable of the communication
process within the company. Along with it, this factor also comprises of variables like the team
culture of the organization, the adhesiveness of colleagues and the support of organizational
culture in employees development. This characteristics result in the formation of work group at
the work place. Isolated workers dislike their job. The work groups make use of a remarkable
influence on the satisfaction of employees.
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short one can be completed within 10 minutes. MSQ provides a tailed picture of the specific
satisfaction and dissatisfaction of employees.
4) Critical Incidents The critical incidents approach to the measurement of employee
satisfaction was developed by Herzberg and his associates in their research on the two-factor
theory of motivation. Employees were asked to describe incidents then content analysed in
determining which aspects were closely related to positive and negative attitudes.
5) Interviews Interviewing employees as a method of measuring employees' satisfaction is
mostly useful in organizations that have positive relationships with employees and believe ssthe
problem is too sophisticated to be understood with a survey. If employees do not trust the
organization or interviewer then responses may not be entirely honest. Business, with low
satisfaction of employees who fear being let go, may find the employees reluctant to discuss the
situation since they may fear; it could negatively affect them in the future. The questions asked
should be standardized in order to compare different employee responses as well as the same
employees' responses over time.
6) Survey The most accurate method of assessing employee satisfaction is a well constructed
employee satisfaction survey. Employees provide a rating against a series of questions or
statements related to their job, supervision and the work environment. Survey results are
reported at a business unit or workgroup level, offering a level of anonymity that encourages
employees to respond honestly. Surveys must be carefully worded, as there is no opportunity to
clarify ambiguous questions or statements. Care must be taken when comparing small
departments or workgroups. Their results can be unreliable, as a random error has greater effect
when analysing a small number of responses.
7) Monitoring Performance Target Monitoring performance targets is a method of measuring
employee satisfaction that requires a business to be an active observer. With this method,
management monitors employee satisfaction by using standard criteria, such as achieving
bonus, participating in optional programs and performance in reaching goals. This method
provides indirect data on the levels of employee satisfaction. While it can flag management that
there is a problem with employee satisfaction, combining this with a survey or interview can
provide the company with a stronger analysis on the cause of low levels of satisfaction.
8) Focus Groups Companies can use focus groups to assess employee satisfaction. Focus
groups produce responses following discussions led by trained facilitators. Focus groups
generate richer data than individual interviews, as participants bounce ideas off one another.
They also allow for follow-up questions and probing to clarify and enrich the information
generated. However, participants may be inhibited by the lack of confidentiality and
anonymity. The opinions of vocal group members may dominate the discussion unless the
facilitator has the skill required to control the group dynamic.
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For employees' satisfaction survey, a common procedure can be used. Conducting survey is a
systematic step by step effort undertaken by the organizations to measure employees' satisfaction
levels. This procedure includes following steps:-
Step1. Define Survey Objectives and Target Group
Define the objectives
Define the final use of the results
Ensure a perception survey is the adequate tool
Define target group
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Step 5. Run the Survey
Ensure high response-rate through follow-up emails otherwise conclusions to the survey
could be biased
Use trained interviewers to avoid unintentional influence on responses
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2) Low Customer Retention
Customer loyalty declines when employees are dissatisfied with their jobs. "Nayar states that
"Employees first and Customers second is a management approach. It is a philosophy, a set of
ideas, a way of looking at strategy and competitive advantage." Satisfied employees, according
to Nayar, are excited about doing their jobs. Employees who enjoy what they do, especially
employees in the customer service area are more likely to interact with customers and clients in
much more positively and cheerfully. An oft-used business tenet is that happy employees equal
happy customers.
7) Constant Complaints
Dissatisfied employees are largely unfocused on their work and attention to detail. Hence,
chances of errors and shoddiness in their work are more. A constant stream of complaints from
23
clients about the work done by a certain employee or a group of employees might, thus, indicate
that they are unhappy.
8) Violence
In extreme cases, dissatisfied employees might resort to violent activities to vent their frustration,
such as destroying office property or displaying overt hostility with co-workers. If a certain
employee has often been reported to display such violent acts, it might indicate dissatisfaction
with the job.
9) Absenteeism
A high level of absenteeism among employees could be a sign of dissatisfaction. Employees
who are unhappy with their jobs tend to take longer lunch breaks, stay away from work more and
take more leaves. If other employees are asked to fill in for the absent ones, it might lead to the
spreading of ill will, resentment and low morale in organization.
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CHAPTER – 5
RESEARCH METHODOLOGY
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5.1 METHODOLOGY OF THE STUDY:
Research is a careful investigation or enquiry especially through search for new facts in any
branch of knowledge.
According to Redman and Mory, “Research is a systematized effort to gain new
knowledge”.
RESEARCH DESIGN:
“A Research Design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in procedure”.
Generally the Research Design can be conveniently described in 3 ways. They are,
SOURCES OF DATA
The sources for collecting the data are from both
● Primary Method
● Secondary Method
Primary Data
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The Primary data are those which are collected afresh and for the first time, and thus happen to
be original in character. The tools for collecting this primary data are by two types namely
Interview Method and Questionnaire Method.
*FOR THIS PARTICULAR RESEARCH PRIMARY DATA HAS BEEN USED.
Secondary Data
The Secondary data are those which have already been collected by someone else and which
have already been passed through the statistical process in the company.
SAMPLE SIZE
All items in any field of in query constitute a ‘universe’ or ‘population’. A finite subset of the
population gives a sample.
The statistical units in the sample are called sample units. The number of units in the sample is
called the size of the sample.
If the size of the sample is less than or equal to 30 then it is called as a small samples. Otherwise
that it if the size of the sample is greater than 30, it is called as large samples.
*THE SAMPLE SIZE OF THE SURVEY IS TAKEN AS 50 RESPONDENTS.
SAMPLING PROCEDURE
Sampling is the selection of group with a view to obtain information about the whole is group of
persons that represents particular community.
The sampling method used was random sampling. This sampling method was used because of
lack of time and lack of through knowledge about the universe. The sample size was fixed to 50
respondents.
SAMPLING TECHNIQUE
● Simple random sampling technique was adopted.
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● Bar charts
● Tables
Literature review
Saari & Judge (2004) discussed on employee attitudes leading to job satisfaction. The employee
attitude is related to the job, when a person has a liking towards to the job the satisfaction level
increases there by increasing the organization performance as in a whol
Austin (2007) mentions “Self-fulfillment”, “Independence” and “Job environment” are the key
reasons to managers’ job satisfaction in Cyprus. Good pay, highly skilled subordinates, growth
opportunities relates to self-fulfillment. Employers should focus on these three factors i.e. the
demographic variables (age, gender, number of years in the organization, public or private
sector, number of employees supervised) independence in work and the work environment to
make the system flow flawlessly leading to job satisfaction
Silverthrone (2008) studied the contribution of personality variable locus of control on job
satisfaction and related outcomes such as performance and job stress. Findings reveal that
internal locus of control leads to lower level of job stress and higher level of job satisfaction and
performance. External locus of control doesn’t reduce the job stress whereas internal locus of
control leads to performance and satisfaction by reducing the job stress.
Artz (2010) studies the link between Fringe benefits and job satisfaction. Fringe benefits always
don’t lead to job satisfaction. It is always acceptable to an extent where in the employee has a
feeling that he is able to satisfy his needs. Many a times it is found that it doesn’t match the
requirement of the employee leading to dissatisfaction. Therefore, organizations have to review
their system in a better way which will provide fringe benefits as required and provide
employees every opportunity to avail them, ultimately leading to job satisfaction.
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Mudor and Tookson (2011) discusses about the link between human resource management
practices, job satisfaction and finally the turnover. Supervision, training and pay practices which
are the three variables in HRM Practices are very adversely associated with job satisfaction.
Effective jobs help in achieving job satisfaction with continuous training and good pay. Job
satisfaction is directly related to turnover
Kumari and Pandey (2011) states that public sector and private sector both are equally
important for any nation and these two are the basic requirement for any nation to prosper and
grow. Here the job satisfaction level was tested in relation to job ambivalence (the state of
having mixed feelings or contradictory ideas about something). Higher performance rating was
given to the supervisor when the job ambivalence faced by the employees is less and vice-e-
versa. Job satisfaction and performance has no relation when the job ambivalence increases
towards the job. Therefore, organizations should focus on bringing clarity to the employees
about their work, the process to be followed for the better understanding of the job. Seniwoliba
Seniwoliba A.J. (2013) studies the job satisfaction level of teachers in public senior high school
in the Temale Metropolis of Ghana and it was found that extrinsic factors i.e. salary, incentives,
working conditions, security (Medical allowance and future pension benefits) motivates the
employees and helps in achieving job satisfaction effectively. Salary and working conditions
play a larger role in job satisfaction and by enlarge organizations should focus on it always and
take steps for improving it. Equal pay for equal rank has to be preached by organizations.
29
The Secondary data are those which have already been collected by someone else and
which have already been passed through the statistical process in the company.
For collecting the data the sample size taken in the survey is only 70 respondents.
Because lack of time. The technique used for collecting the data is simple random sampling
technique. The statistical tools used in survey are bar charts, pie charts and tables.
30
Percentage
2%
32%
48%
18%
INFERENCE: In the above representation, 48% of the employees agrees to high extent that they
enjoys the company culture 18% moderately agrees 32% are satisfied 2% don’t likes it
Q2. Do you believe that there I opportunity for I dividual career growth and development within
the company?
31
Percentage
4%
32% 40%
24%
INFERENCE: In the above representation, 40% of the employees agrees to high extent that they
enjoys the company culture 24% moderately agrees 32% are satisfied 4% don’t likes it
Q3. Are you satisfied with your job and do you have adequate personal space.?
32
50 100
TOTAL
Percentage
0%
30%
50%
20%
INFERENCE: In the above representation, 50% of the employees agrees to high extent that they
enjoys the company culture 20% moderately agrees 30% are satisfied
Q4.Do you feel that your openion is heard and valued by your supervisor?
33
23 46
To high extent
11 22
Moderate
15 30
Stisfactory
1 2
Poor
50 100
TOTAL
Percentage
2%
36%
43%
19%
INFERENCE: In the above representation, 43% of the employees agrees to high extent that they
enjoys the company culture 19% moderately agrees 36% are satisfied 2% don’t likes it
34
Q5. Do you feel that your manager treats all the team members equally?
Percentage
0%
32%
60%
8%
35
INFERENCE: In the above representation, 60% of the employees agrees to high extent that they
enjoys the company culture 8% moderately agrees 32% are satisfied
36
Percentage
6%
28%
46%
20%
INFERENCE: In the above representation, 46% of the employees agrees to high extent that they
enjoys the company culture 20% moderately agrees 28% are satisfied 6% don’t likes it
Q7. Do your supervisor communicate company news effecently and in a timely manner?
37
1 2
Poor
50 100
TOTAL
Percentage
2%
36%
44%
18%
INFERNECE: In the above representation, 44% of the employees agrees to high extent that they
enjoys the company culture 18% moderately agrees 36% are satisfied 2% don’t likes it
38
31 62
To high extent
7 14
Moderate
11 22
Stisfactory
1 2
Poor
50 100
TOTAL
Percentage
2%
22%
14% 62%
INFERENCE: In the above representation, 62% of the employees agrees to high extent that they
enjoys the company culture 14% moderately agrees 22% are satisfied 2% don’t likes it
39
Q9.Do you feel connected to your co-workers?
Percentage
0%
24%
56%
20%
40
INFERENCE: In the above representation, 56% of the employees agrees to high extent that they
enjoys the company culture 20% moderately agrees 24% are satisfied with it.
Q10. Do you think that work is distributed evenly among your team members?
41
Percentage
6%
30%
56%
8%
INFERENECE: In the above representation, 56% of the employees agrees to high extent that
they enjoys the company culture 8% moderately agrees 30% are just satisfied 6% don’t likes it
42
CHAPTER – 6
RECOMMENDATIONS
43
Recommendations
After having analysed the data, it was observed that practically the Employees' satisfaction in the
organization is not as efficient as it should be. To be an effective tool, it has to be done in a
proper way where all the employees are aware about the system and see it as an opportunity for
development. Before actually deciding drafting what should be the kind of appraisal the
following things should be taken care of:
The very concept of employees satisfaction survey should be marketed throughout the
organization. Unless this is done, people would not accept it, be it how important to the
organization.
To market such a concept, it should not start at bottom, instead it should be started by the
initiative of the top management. This would help in percolating down the concept to the
advantage of all, which includes the top management as well as those below them. This
means that the top management has to take a welcoming and positive approach towards
the change that is intended to be brought.
Communicate the Fact That While Employee Responses Are Confidential, the Data
Gathered Will be Used to Improve the Workplace
A neutral panel of people should do the survey and to avoid subjectivity to a marked
extent, objective methods should be employed having quantifiable data.
I have given the suggestion about the attendance issues of the worker.
And salary deduction of the salary of the worker they are come into the company in one
or two minute late
The starting salary of the lower level worker.
44
CHAPTER – 7
CONCLUSION
45
7.1 CONCLUSION
As a a part of our project report. I go an opportunity to spend a period of 45 days in the
jawandsons (Oster Group Of company) Pvt. Ltd.. It helps me to analyise the working of the
organization which is helps to convert our theoretical knowledge into practical.
The present study is in eamest attempt to determine employees satisfaction in Jawandsons Pvt.
Ltd .It is indeed necessary for any organization to understand the need of their employees and
fulfil them before they leave the organization. If notify is done by the organization them there are
chances too loose talented employees from any organization to its competitors .Hence it is
necessary for any organization to ensure employees satisfaction.
From the study it was identified that the most of the employees are satisfied with the job.
Majority of the employees are satisfied with the salary structure ,promotional program ,working
condition ,allowance provided by the organization. They are also satisfied with the employer-
employees relationship and communication channel in the organization .If the firm concentrates
of the findings and suggestion of their survey, we hopeful believe that the organization can
further bring out their labour with full satisfaction and obtain good result.
46
7. LIMITATIONS
The few limitations and constraints that came in the way of conducting the present study are as
follows:
Although all attempts were made to make this an objective study, bias on the part of
respondents might have resulted in some subjectivity.
Though, no effort was spared to make the study most accurate and useful, the “sample
Size” selected for the same may not be the true representative of the Company, resulting
in biased results.
This being the maiden experience of the researcher of conducting study such as this, the
possibility of better results, using deeper statistical techniques in analyzing and
interpreting data may not be ruled out.
The time limit is very short .
They are not to provide the financial information about the company.
47
CHAPTER – 8
BIBLIOGRAPHY
BOOKS-
48
Human Resource - V.S.P Rao
Research Methodology - C. R. Kothari
WEBSITES -
www.indchemieh.com
WWW.ukessays.com
Other
Pervious sample of report.
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Resource Management,43(4)395 – 407
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performance and job satisfaction in Taiwan, Leadership & Organization Development
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